Approved for public release; distribution is unlimited / This thesis examines the effects of personal, job-related, and college characteristics on the job success of women college graduates employed by a major U.S. manufacturing firm. Job success was defined in terms of performance evaluations, wage growth, and promotion rate models. The relative success of graduates of women's colleges were compared to graduates of coeducational institutions. Ordinary Least Squares analysis was used to evaluate the data. Empirical results indicate that performance evaluations were positively influenced by salary grade, various college majors, and attendance at a women's college. Conversely, the number of women faculty at the college attended adversely affected performance. The results of the promotion rate model show that performance evaluations reduce the time to promo­tion. Finally, the wage growth model illustrated the positive effects that marriage and education have on job success. / http://archive.org/details/factorsinfluenci00kell / Lieutenant, United States Navy

The aim of this research is to develop a conceptual model consisting of factors which were associated with managerial success in a changing environment and to investigate its predictive validity. This "Successful Manager Profile" contains three domains, each consisting of a number of factors. An assessment battery was devised to measure the three domains - cognitive abilities, personality variables and personal competencies - of the "Successful Manager Profile." A sample of 287 employees was assessed during 1991 and 1992 using assessment centre technology, psychometric tests and questionnaires. Five years later (in 1996 and 1997), criterion data, which consisted of the final organisational level attained, were collected. The research question - whether the variables contained in the "Successful Manager Profile" - was investigated using Stepwise Multiple Regression analysis. The coefficient of multiple determination reported ranged from R2+0.21 for the total sample to R2=0.60 for the male graduate group. / Industrial Psychology / M. Comm. (Industrial Psychology)

With the EEOC requiring empirical criterion-related validity for selection procedures, predictor variables of physical characteristics, biographical data, and personality traits were related to both on-the-job performance and training performance. In the correlational analysis of the variables, a total of 455 flight attendants from a single airline were used, with half of the subjects serving as a cross-validation sample. The results showed slight relationships between biographical data and physical characteristics to training performance but no relationship between any predictor variable and job performance. The impact of race being a significant predictor of training performance was reviewed. The lack of practical information was discussed, and implications made for future research to include proper design and reliability of screening procedures before attempting criterion-related validation.

The aim of this research is to develop a conceptual model consisting of factors which were associated with managerial success in a changing environment and to investigate its predictive validity. This "Successful Manager Profile" contains three domains, each consisting of a number of factors. An assessment battery was devised to measure the three domains - cognitive abilities, personality variables and personal competencies - of the "Successful Manager Profile." A sample of 287 employees was assessed during 1991 and 1992 using assessment centre technology, psychometric tests and questionnaires. Five years later (in 1996 and 1997), criterion data, which consisted of the final organisational level attained, were collected. The research question - whether the variables contained in the "Successful Manager Profile" - was investigated using Stepwise Multiple Regression analysis. The coefficient of multiple determination reported ranged from R2+0.21 for the total sample to R2=0.60 for the male graduate group. / Industrial Psychology / M. Comm. (Industrial Psychology)